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The U.K. has a target of net-zero emissions by 2050. A new report, Building the Net Zero Workforce , forecasts the likely employment and skills impacts of that goal for the energy industry, assuming that it will require a 50% increase in low carbon electricity generation; installation of low carbon heating systems in approximately 2.8 million homes; installation of 60,000 charging points to power 11 million electric vehicles (EVs); and development of carbon capture usage and storage technology as well as hydrogen networks – all by 2030.

To accomplish all this, the report projects that the energy industry will need to recruit for 400,000 jobs between 2020 and 2050 – 260,000 in new roles, and 140,000 to replace those who will be leaving in what is an anticipated retirement crunch. The report forecasts both time dimensions and regional needs, concluding that jobs will be available in all regions of the U.K. and for a diverse range of skills, “from scientists and engineers, to communications professionals and data specialists.” More specifically, “The roles included in this analysis are those involved in the operation, generation, transmission, distribution and retail of energy in the UK, as well as those in the supply chain related to building, upgrading, maintaining or operating infrastructure required to reach net zero.”

The report emphasizes the role of young people and a need to encourage women in STEM professions. In general, there is a need for training and re-training for the emerging technologies such as AI. The report notes, without details, that : “ By investing in retention and retraining, and working collaboratively with government and unions, the sector can help ensure a fair energy transition, one in which workers of all ages and backgrounds and from every community in the UK can play their part.”

The report was written by an independent research company, Development Economics, under a commission by National Grid, a U.K. organization which owns and operates electricity transmission in parts of the U.K., and invests £7.5 million per year in training.

The American Council for and Energy-Efficient Economy released their 2019 City Clean Energy Scorecard in the summer of 2019 , surveying and ranking clean energy policies amongst U.S. cities. Workforce development programs were included in the survey, and the report found that 37 out of 75 cities surveyed had clean energy workforce development programs, many in partnerships with utilities, non-profits, colleges, and others. The programs include clean energy and energy efficiency job training directed at traditionally underrepresented groups, as well as clean energy contracting programs promoting minority- or women-owned businesses.

In January 2020, the ACEEE released an update in a Topic Brief titled Cities and Clean Energy Workforce Development . It offers an overview of best practices, along with brief case studies of Orlando, Florida and Chattanooga, Tennessee. An accompanying blog, “How are US cities prepping workers for a clean energy future?” summarizes other equity-driven initiatives – for example: the Work2Future program in San Jose California which trains young adults from disadvantaged populations in energy-efficient building construction, achieving an 82% job placement rate; and Birmingham, Alabama, which offers energy efficiency training opportunities to Minority Business Enterprise contracting partners.

The blog and Topic Brief update a larger 2018 ACEEE report, Through the Local Government Lens: Developing the Energy Efficiency Workforce, available from this link (free, but registration required). Even more information is available from an ongoing ACEEE database, Energy Efficiency and Renewable Energy Workforce Development ,which lists cities by name and provides descriptions of their programs.

A Vision for the European Industry until 2030, released by the European Commission on June 27, is the final report of a High-Level Industrial Roundtable working group of 20 members from business and academia, and also including the General Secretary of industriAll Europe and the former Deputy General Secretary of the European Trade Union Confederation (ETUC). The press release from the ETUC is titled “Industry 2030 report is a step towards just transitions”, and states: “The comprehensive report puts European industry on a path to an “innovative, sustainable, competitive and human-centered collaborative economy [that] respects planetary boundaries…. It proposes an action plan which includes massive investment in innovation on digital and zero or low-carbon technologies, a commitment to fair and rules-based international trade and to social inclusiveness that leaves no worker or region behind.”

The report is wide-reaching, and includes a strong awareness of environmental and climate change imperatives – for example, amongst the the “game-changing actions” recommended are: Carbon-leakage 2.0 plan: ; a Green Deal with industry which shares risks and benefits, drawing on the principles of the “Entrepreneurial State” concept outlined by Mariana Mazzucato; standardized carbon reporting; and a Circular Economy leadership role for Europe by 2030.

Some statements on the issue of Social Dialogue:

“Climate, energy, raw materials, and bio-economy policies are key areas considered essential for the future of EU industry in terms of challenges and opportunities. They need to go hand in hand with industrial policy and a societal dialogue on what emission reduction and other environmental policies mean in terms of costs, benefits and behavioural changes for everyone. (p. 13)

Considering the speed with which technologies and new business models transform entire industries, planning structural disruption regularly and proactively is key. The establishment of a culture of social dialogue at all levels (company, sector, regional, national) becomes imperative to ensure smooth and just workforce transitions, to help re-train those whose jobs are at risk and to support the regeneration of adversely affected regions.”(p. 19)

Ensure social fairness of industrial transition: Foster a culture of constructive and effective social dialogue at all levels of the economy (company, sector, country), according to national industrial relations systems and timely information and consultation processes as key elements for anticipating and managing change, i.e. skills.”

Selected statements from the extensive proposals re education and training:

“Link education and training policy more strategically to the industrial policy for instance by reinforcing cooperation between companies (especially SMEs), social partners & industry and education and training providers.

Enhance industry’s active role in upskilling and skills development. EU citizens of all ages need to be sensitized to engage in lifelong learning. At the same time, private sector, in collaboration with EU, national and European social partners, should be encouraged to provide training and life-long learning opportunities for all workers. This could be done by establishing new and innovative educational programmes and solutions to complement the role of academia and scaling-up successful existing initiatives, e.g. work-based learning and dual systems , modularized learning offer, e-learning; promotion of quality and effective apprenticeships; promotion of sector-specific training initiatives; providing adult learning opportunities to prevent skills obsolesce and support employability; installing a culture of lifelong learning, including through the promotion of the internal mobility of workers inside the company….

Maintain or increase the employability of the workforce, especially in sectors in transition, by up- and reskilling of the workforce to the jobs of the future, and supporting a smooth transition from one job to another (group outplacement, employment cells, tailor-made training programmes, job search assistance). This should be a shared responsibility between industry and the public sector.” (p.32)

Build a pan-European coalition involving the EU, Member States, regions, industry, education and training systems and trade unions to take a systemic approach to skills…. Under the coalition, the EU will build on existing instruments to further facilitate flexibility and fast response mechanisms to react to changing labour market needs through procedures for the certification and compatibility of skills
and qualifications across borders and industrial sectors, e.g. using skills badges, which shall recognize informal learning, e.g. by working in a company. (p.33)

The U.K.’s Committee on Climate Change released a new report on February 21, U.K. Housing – Fit for the Future? , assessing how well U.K. housing is prepared for the impacts of climate change, including heat waves and flood risks. Energy use in Britain’s 29 million homes accounts for 14% of current GHG emissions, and the report concludes that the U.K. cannot meet its present climate targets without major improvement in the housing sector. The report states that energy use in homes actually increased between 2016 and 2017, with many energy efficiency initiatives stalled and standards and policies weakened or not enforced. The report identifies 5 priorities and makes 36 recommendations to improve that performance, with a goal to reduce emissions by 24 % by 2030 from 1990 levels.

One of the five priority areas needing urgent change is “the skills gap”. The report states: “Regular changes to key policies have led to uncertainty and poor focus on new housing design and construction skills in the UK. The UK Government should use the initiatives announced under the Construction Sector Deal to tackle the low-carbon skills gap. …. Professional standards and skills across the building, heat and ventilation supply trades need to be reviewed, with a nationwide training programme to upskill the existing workforce, along with an increased focus on incentivising high ‘as-built’ performance. There is an urgent need for further work to ensure that low-carbon heat and mechanical ventilation systems are designed, commissioned and installed properly, and that householders are supported to use them effectively. Similar efforts are needed to develop appropriate skills and training for passive cooling measures, water efficiency, property-level flood resilience and Sustainable Drainage Systems (SuDS).”

The Paper Trail of Government Reports: The Construction Sector Deal referred to is a 2018 policy paper, part of the larger Industrial Strategy exercise, which includes a “People” section , which describes very specific proposals to improve training and apprenticeship programs under the industry-led Construction Industry Training Board (which was itself reviewed in 2018). The 2018 Construction Sector Deal built upon Construction 2025, which was a vision paper of government and industry working together, released in 2013.

A different perspective from the government-industry reports appears in an article by Linda Clarke, Colin Gleeson, and Christopher Winch in 2017, “What kind of expertise is needed for low energy construction?” which appeared in the journal Construction Management and Economics. The authors, from ProBE , the Centre for the Study of the Production of the Built Environment at University of Westminster, sketched out the essence of the problem, stating: “There is a lack of the expertise needed for low energy construction (LEC) in the UK as the complex work processes involved require ‘energy literacy’ of all construction occupations, high qualification levels, broad occupational profiles, integrated teamworking, and good communication.” Their proposed prescription for low energy construction was “a transformation of the existing structure of VET provision and construction employment and a new curriculum based on a broader concept of agency and backed by rigorous enforcement of standards. This can be achieved through a radical transition pathway rather than market-based solutions to a low carbon future for the construction sector.”

A report released by the Canadian Green Building Council (CaGBC) at the end of January is called “ an action plan to close the low-carbon building skills gap in the Ontario construction industry”. Trading Up: Equipping Ontario Trades with the Skills of the Future estimates that the skills gap is costing Ontario C$24.3 billion in annual economic activity, and limiting the province’s ability to reduce greenhouse gas emissions. The report identifies where shortages in low-carbon skills training currently exist, and defines specific actions that labour, governments, post-secondary institutions and industry organizations can take to optimize green building skills training. Although it focuses on the skilled trades, the report also calls for skills upgrading for designers, architects, engineers, buildings officials and buildings managers, highlighting that “Changes to the larger construction approach and acknowledgment of soft skills are necessary to deliver high-performing buildings. We therefore need to increase overall levels of ‘green literacy’ .” The 6-page Executive summary is here .

The CaGBC also released the 2018 LEED Impact Report for Canada in January 2019 providing statistical snapshots of Leadership in Energy and Environmental Design (LEED)-certified and Zero Carbon building in each province and territory – with measures for energy savings, GHG reductions, water savings, recycling, and green roofs.

On February 13, the U.S. Green Building Council released its annual ranking of the Top 10 countries and regions of the world (excluding the U.S.) which have the highest cumulative gross square meters of construction which are LEED-certified. Canada ranked 2nd in terms of gross square metres of LEED certified space, after China, and ranked first in the number of certified projects, with 3,254 certified projects.